Executive Vice President, Sales Administration

We need to output HTML fragment with sections: About the role? Actually the posting includes "About Magellan Jets" (company description) and "Position Summary". We need to use

for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must not repeat job title as heading. We need to include sections only when posting has real specific content. We have content: About Magellan Jets (company overview). That could be "About the role"? Actually "About the role" is typical heading for role description. But we have "Position Summary" and "Essential Functions" etc. We need to map content to headings. We have sections: Position Summary (overview), Essential Functions (list of duties), Competencies (knowledge, skills, abilities), Management Responsibilities (team structure, performance management, team leadership). Also there is mention of compensation design but not specific numbers. No explicit Benefits, Pay, Schedule details. So we should not create those sections unless specific content present. There's mention of compensation design but not actual compensation numbers or benefits. So we should not create Pay/Benefits/Schedule sections. We need to use

for each section heading. Use

• for any list of duties/requirements/benefits. Use

  for prose. We must preserve all substantive information, not invent or summarize away detail. Remove boilerplate etc. The posting includes a lot of text; we need to keep it. We need to decide headings: maybe "About the company" is not in allowed headings list. Allowed headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must use those headings only. So we need to map content to these. "About the role" could contain Position Summary and maybe company description? Usually "About the role" includes overview of role and company. We'll put Position Summary and maybe a brief about Magellan Jets under About the role. "Responsibilities" could contain Essential Functions (list of duties). We'll list each essential function as

• . "Requirements" could contain Competencies (knowledge, education). Could also include Management Responsibilities? But Management Responsibilities is more about duties. Might fit under Responsibilities as well. However we need to avoid thin sections. Perhaps combine. "Qualifications" could contain Knowledge And Education bullet list. "Skills" could contain Skills bullet list. "Abilities" maybe not a heading; we could put under Skills or Qualifications? Not in allowed list. Could omit? But we need to preserve all substantive info. Could include Abilities under Skills? Might be okay to add a section "Abilities" but not allowed heading. The instruction: Use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It says e.g., implying those are examples but we should use those headings. Likely we should only use those headings. So we need to fit all content into those sections. Thus we can have:

  About the role

  - includes company overview and position summary.

  Responsibilities

  - includes Essential Functions and Management Responsibilities (team structure, performance management, team leadership).

  Requirements

  - maybe combine Knowledge And Education and maybe some other requirements.

  Qualifications

  - maybe not needed if we used Requirements. But we need to decide. We could use Requirements for knowledge/education, Qualifications for skills, and maybe Abilities under Skills? But we have Skills heading allowed. Thus: - About the role: company description + position summary. - Responsibilities: essential functions (list) + management responsibilities (team structure, performance management, team leadership). - Requirements: Knowledge And Education (list). - Qualifications: Skills (list) and Abilities (list) maybe combined. We must not create empty sections. We need to preserve all substantive info: we must not lose any detail. So we need to include all bullet points from Knowledge And Education, Skills, Abilities, Essential Functions, Management Responsibilities. We must not add filler like "commensurate with experience". Not present. We need to output only HTML fragment. Let's craft. First, About the role:

  Founded in 2008 and now one of the largest private aviation providers, Quincy, MA-based Magellan Jets is a premier provider of private aviation solutions, offering a comprehensive range of Jet Card ownership, On-Demand Charter, and Aircraft Sales and Management. With a focus on personalized service, Magellan Jets is dedicated to delivering customized and unparalleled flying experiences to its Private Clients worldwide. Magellan Jets and its FAA‑certificated Flight Operations team lead one of the industry’s most comprehensive safety management systems and protocols providing peace of mind to the most discerning travelers.

  Magellan Jets is seeking a visionary and results‑driven Executive Vice President, Sales Administration to lead and scale the company’s revenue‑generating engine. The EVP will serve as the senior‑most sales leader in the organization, accountable for the full sales lifecycle from prospecting through renewal and expansion. This is a leadership role focused on building, coaching, and inspiring a distributed sales organization of 30+ professionals while simultaneously architecting the processes, infrastructure, and culture that allow the team to operate at peak performance. This role will not carry an active book of business. The role reports directly to the Chief Operating Officer and serves as a member of the Senior Leadership Team (SLT). The ideal candidate brings deep expertise in high‑touch, consultative selling environments, ideally in private aviation, luxury services, or premium B2B markets, and possesses the strategic acumen to influence product, pricing, marketing, and technology decisions at the executive level. This is a builder’s role: the EVP will be expected to raise the bar on every dimension of the sales organization while maintaining the white‑glove culture and personal relationships that define the Magellan Jets brand.

  Now Responsibilities: we need to list essential functions and management responsibilities. Essential Functions list items: - Revenue Leadership and Team Production: Own and drive the company’s top-line revenue targets across jet card, charter, fractional, and membership product lines; Establish clear individual and team production expectations for all sales professionals, including SVPs and Area Managers who carry active books of business; Monitor performance daily, weekly, and monthly against KPIs; intervene early with underperformers and accelerate momentum with high performers; Build a culture of accountability, urgency, and excellence that is equally comfortable closing a $500K jet card and nurturing a long-term client relationship; Create and maintain a highly competitive, high-performance sales environment that rewards both hunter and farmer behaviors - Sales Process, Standards, And Enablement: Establish and enforce a consistent, scalable sales methodology across all regions, product types, and client segments; Define standards for pipeline management, CRM hygiene, activity metrics, proposal quality, and client communication; Implement structured onboarding and continuous training programs that compress ramp time and raise floor performance across the team; Manage a sales training function that provides ongoing education on successful sales techniques, processes, competitive analysis, industry information, and product knowledge; Lead regular cadences, including weekly pipeline reviews, monthly business reviews, and quarterly all-hands sales meetings; Develop new opportunities and strategies to generate self-sourced leads and grow Magellan Jets’ share of specific markets such as corporate, travel industry, sports, and family offices; Partner with Sales Operations to build dashboards, reporting infrastructure, and predictive analytics that keep the team ahead of the number - AI, Automation, And Technology: Champion the adoption of AI and automation tools across the sales organization to maximize productivity, reduce administrative burden, and improve forecast accuracy; Lead the evaluation and implementation of sales technology, including CRM enhancements, AI-assisted prospecting, automated pipeline alerts, and conversation intelligence tools; Foster a data-driven sales culture in which every advisor is comfortable interpreting their own performance analytics and making real-time adjustments; Partner with Sales Operations, Marketing, and IT to build automated workflows that allow advisors to spend more time selling and less time on administrative tasks; Stay current on emerging AI applications in high-touch sales environments and continuously push the organization to adopt best-in-class solutions - Account Management And Renewals: Oversee the growing Account Management team responsible for jet card renewals, client retention, charter retention, and expansion revenue; Define the structure, KPIs, and processes for Account Management to ensure renewal rates are maximized and churn is minimized; Create a seamless handoff protocol between Sales, Client Experience, and Account Management to ensure continuity of the client experience; Champion a proactive renewal cadence that identifies at-risk accounts early and equips the team to act decisively - Compensation Design And Goal-Setting: Partner with the COO and CFO to design, implement, and continuously refine the sales compensation plan to ensure it drives the right behaviors at every level and accounts for ongoing AI-driven automation occurring in the market; Lead the annual goal-setting process, translating company revenue targets into individual, regional, and product-line quotas; Ensure compensation plans are competitive, clearly understood, and structured to reward both new business acquisition and retention; Model the financial impact of compensation plan changes and present scenarios with clear P&L implications - Cross-Functional Collaboration: Serve as a member of the Senior Leadership Team and the primary sales voice in executive leadership discussions, representing the sales organization’s perspective on pricing, product, and client experience, and owning the management and execution of SLT deliverables; Work closely with Marketing to align lead generation strategy with sales capacity, quality expectations, and ICP targeting, ensuring an adequate and well-qualified pipeline at all times; Provide structured, data-driven feedback on new product development, hour bundle configurations, pricing architecture, and competitive positioning; Collaborate with Operations, Charter, and Client Services teams to resolve escalations, improve service delivery, and build feedback loops that elevate the overall client experience; Partner with Finance on revenue forecasting, deal desk decisions, and margin guardrails for custom pricing approvals Management Responsibilities: - Team Structure and Scope: Directly manages three SVPs of Sales, each responsible for two geographic regions and their respective Area Managers and advisor teams; Six Area Managers (one per region) reporting to the SVPs; 20–30 Private Aviation Advisors in field teams reporting to the Area Managers; Six Sales Associates reporting to the SVPs; Two sales support roles: Senior Manager of Sales Success and Enablement, and Sales Analyst; Total sales organization of 30+ team members; SVPs and Area Managers carry active books of business; the EVP, Sales Administration does not carry a book of business - Performance Management: Conduct regular one-on-one meetings with direct report(s) to ensure alignment on priorities, performance, and professional development.; Lead formal performance review processes, including quarterly and annual evaluations.; Establish clear, measurable goals and objectives aligned with departmental and organizational priorities.; Provide ongoing coaching, mentorship, and constructive feedback to support individual growth and accountability.; Address performance issues in a timely and professional manner, partnering with HR and senior leadership as appropriate. - Team Leadership And Oversight: Lead the day-to-day operating rhythm of the sales organization across all regions; Provide day-to-day guidance, coaching, and support while remaining actively involved in execution; Foster a c (cut off). The text ends abruptly: "Foster a c". Probably incomplete due to cutoff. We must preserve as is? The posting cut off; we should not invent. We'll include the text as given: "Foster a c". But that seems incomplete; maybe it's "Foster a culture". However we must not invent. We'll keep exactly as provided: "Foster a c". But that seems weird. The original text: "Foster a c". Likely truncated. We'll include as is. We'll put these as
  • items. Now Requirements: Knowledge And Education list items: - 15+ years of progressive sales leadership experience, including at least five years managing managers - Experience leading a multi-region or geographically distributed sales organization of 25 or more team members - Demonstrated track record of building and scaling a sales organization supporting revenues in excess of $150M - Experience owning both new business and renewal or retention teams within the same organization